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Marijuana Legalization by State.
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Our intent is to make drug screening compliance as simple as possible. you don’t have to be a constitutional law scholar to conduct workplace drug testing in California.
California is a “mandatory” state, which means any private employer wishing to conduct drug and/or alcohol testing of non-regulated employees within this state must do so according to the state constitution, statutes, regulations, local ordinances, and court decisions that apply (the rules).
This over view is to introduce you to the nature and history of the state’s workplace drug testing rules and to provide a basic understanding of the compliance issues you may face when testing in this state.
1025. Every private employer regularly employing 25 or more employees shall reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol or drug rehabilitation program, provided that this reasonable accommodation does not impose an undue hardship on the employer. Nothing in this chapter shall be construed to prohibit an employer from refusing to hire, or discharging an employee who, because of the employee’s current use of alcohol or drugs, is unable to perform his or her duties, or cannot perform the duties in a manner which would not endanger his or her health or safety or the health or safety of others.
1026. The employer shall make reasonable efforts to safeguard the privacy of the employee as to the fact that he or she has enrolled in an alcohol or drug rehabilitation program.
1027. Nothing in this chapter shall be construed to require an employer to provide time off with pay, except that an employee may use sick leave to which he or she is entitled to the purpose of entering and participating in an alcohol or drug rehabilitation program.
1028. An employee may file a complaint with the Labor Commissioner if he or she believes that he or she has been denied reasonable accommodation as required by this chapter. Sections 98, 98.1, 98.2, 98.3, 98.4, 98.5, 98.6, and 98.7 shall be applicable to a complaint filed pursuant to this section.
Q1. Can I do a random testing for my employees in San Francisco? Yes: No:
Answer is “No”.
City of San Francisco
San Francisco Ordinance Section 3300A.5 was established in 1985. (See APPENDIX “B”). The local ordinance prohibits an employer from conducting random drug testing but does allow testing when the employer has “reasonable grounds” to believe an employee is impaired on the job and that employee is in a safety sensitive position.
Correct!
Disclaimer
This material is time sensitive. Contact us for updates. This information is subject to frequent change through legislative and court action.
All materials in this page and accompanying information are for general educational purposes and not intended to provide legal, scientific or medical advice. Consult with an appropriate professional to address specific issues.
Medical Use: The Compassionate Use Act of 1996 as amended has been found by the California Supreme Court not to apply to the workplace. The Court said:
Personal Use: On November 8, 2016, Proposition 64, known as the Adult Use of Marijuana Act passed by a margin of 57.1%. (A margin greater than medical marijuana was in 1996). The law specifically provides that employers have the right to maintain a drug and alcohol-free workplace and does not require an employer to accommodate the use, consumption, possession, transfer, display, transportation, sale, or growth of marijuana in the workplace. The law further states that it does not affect the ability of employers to have policies prohibiting the use of marijuana by employees and prospective employees, or prevent employers from complying with state or federal law.
For more information regarding marijuana at work refer to Info Cubic’s Drug Screening compliance corner.
Hill v National Collegiate Athletic Association, 7Cal. 4th 1, 865 P.2d 633 (CA S.Ct. 1994).
NCAA won.
The first case where CA Supreme Court interpreted the Privacy Initiative. Limits private employer action.
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